Motivation at work

Question 1

Employee motivation vs Employee Engagement :

Answer 1

employee motivation – The forces within a person that affect the direction, intensity, and persistence of voluntary behaviour

Employee Engagement – Employee’s emotional and cognitive motivation, particularly a focused, intense, persistent, and purposive effort toward work-related goals

Question 2

What drives employee engagement:

Answer 2

Goal setting
Employee involvement,
Organizational justice,
Organizational comprehension,
Employee development opportunity
Sufficient resources

Question 3

Drives and needs:

Answer 3

Drives are primary needs: Hardwired brain activity that correct deficiencies. Innate and universal

Needs are Needs Goal-directed forces that people experience.
We channel emotional energy toward specific goals

Question 4

Four drives in the four drive theory:

Answer 4

1. Drive to acquire
2. Drive to bond
3. Drive to comprehend
4. Drive to defend

Question 5

Maslow’s Needs Hierarchy Theory

Answer 5

5.Self-actual-ization
4. Esteem
3. Belongingness
2. Safety
1. Physiological

(6&7 Need to
know Need for beauty)

Work your way up in importance of needs, its a pyramid that needs bottom support to get to the top

Question 6

Intrinsic vs extrinsic motivators:

Answer 6

internal motivation vs outside factors

Question 7

Learned needs theories and the three types:

Answer 7

Needs can be strengthened/weakened (learned) through self-concept, social norms, past experience
1. Need for achievement
2. Need for affiliation
3. Need for power

Question 8

Herzberg’s Motivation-Hygiene Theory and the two factors

Answer 8

Motivators : Sources of satisfaction
Intrinsic factors (content of work)
Hygiene factors :Sources of dissatisfaction
Extrinsic factors (context of work)

The opposite of satisfaction is no satisfaction
opposite of dissatisfaction is not dissatisfaction

Question 9

Expectancy Theory of Motivation
Three sets:

Answer 9

Effort to performance
Performance to outcome
Valence: anticipated satisfaction from the outcome

Question 10

ABC Motivation behaviour:

Answer 10

A: Antecedent
B: Behavious
C: Concequences

Question 11

Four Organizational Behaviour Modification theory:

Answer 11

1. Positive reinforcement
2. Punishment
3. Extinction (When no consequences, behaviour decreases)
4. Negative reinforcement

Question 12

Goal:

Answer 12

A cognitive representation of a desired end state that a person is committed to attain

Question 13

Effective Goal Setting Features

Answer 13

Specific – What, how, where, when, and with whom the task needs to be accomplished
Measurable – how much, how well, at what cost
Achievable – challenging, yet accepted (E-to-P)
Relevant – within employee’s control
Time-framed – due date and when assessed
Exciting – employee commitment, not just compliance
Reviewed – feedback and recognition on goal progress and accomplishment

Question 14

Characteristics of Effective Feedback

Answer 14

Specific – connected to goal details
Relevant – Relates to person’s behaviour
Timely –links actions to outcomes
Credible – trustworthy source
Sufficiently frequent

Question 15

Equity theory:

Answer 15

Just compare you input and output to other peoples input and output and see if its fair

Question 16

Procedural justice:

Answer 16

the perception that appropriate rules are applied in procedures used through the course of deciding the distribution of work place benefits and burdens

Question 17

Interactional justice:

Answer 17

the perception that appropriate rules are applied in the way the people involved are treated throughout that decision process